JOB PURPOSE/SUMMARY Provide an internal Human Resources consultancy and advisory service to a range of Clinical Service units within the Trust to support and promote consistent and effective people management thereby enabling the delivery of Trust objectives. The post holder works when required, as an independent practitioner within broad policy guidelines and employment law, providing an HR consultancy service to line managers within given Clinical Service Units. Required to interpret policy and employment legislation in order to provide specialist advice and guidance, occasionally developing precedent for future best practice to meet the diverse range of situations presented. The post holders caseload will be a number of CSUs and similar management units, representing staff across a variety of occupational groups.
PRINCIPAL DUTIES & AREAS OF RESPONSIBILITY i. As the internal HR expert, the post holder will provide specialist advice, guidance and appropriate training to line managers within their CSU and across the Trust on a range of employment issues, including: Workforce planning. The recruitment, engagement and deployment of staff. Pay and conditions.
Terms and conditions as related to Medical staff (junior doctors & consultants). Formulation, revision and development of Trust employment policies and procedures. The interpretation and application of Trust employment policies and procedures. Improving working lives initiatives Employment legislation.
Diversity The effective and active management of absence and attendance Performance management, including conduct and capability Grievances, disciplinary cases and appeals at Trust Board level. Job role design/re-design Change management projects and developments. a. Lead the development or revision of Trust employment policies and procedures including the implementation of new policies which have a Trust wide impact.
b. Provide specialised guidance and lead role to line managers faced with complex people management and employee relations matters such as disciplinary, grievance, investigations, hearings and appeals as required as well as absence, capability, harassment etc. c. Provide significant contribution to assist the implementation of national initiatives, e.g.
Agenda for Change, Electronic Staff Record (ESR) and Improving Working Lives. Provide proactive advice to CSU Management Teams on these initiatives and offer creative ideas to achieve compliance. d. Lead, undertake or support specific projects within the HR function.
e. Will be involved in the planning and organising of a range of complex activities such as change management, workforce planning for the CSUs including redeployment of staff, redundancy and transfers of staff covered by the legislation of the Transfer of Undertaking (Protection of Employment) Act (TUPE). f. Actively support the training and development of other staff within the HR function.
g. Actively design, develop and support the training of other staff within the Trust utilising HR training packages and toolkits. h. In collaboration with other members of the HR team, periodically audit and review the level of service provided to ensure expected standards of delivery are being met and continually improved.
i. Regular input and maintenance of HR Disciplinary & Grievance Database (Excel). Input details of cases within CSUs, production of monthly reports for monitoring and audit purposes. THE LEEDS WAY VALUES Our values are part of what make us different from other trusts, so we see this as a strength, as well as a responsibility.
They have been developed by our staff and set out what they see as important to how we work. Our five values are - Patient-centred Collaborative Fair Accountable Empowered All our actions and endeavours will be guided and evaluated through these values Additionally, the following are core values which relate specifically to this post: Honesty and openness Transparency in decision making Drive to develop and empower others Cultural awareness and a positive approach to diversity Working in partnership with and supporting others Tolerance, understanding, tact and diplomacy A positive and proactive response to services users, based on a commitment to high standards of service and continuous improvement WEST YORKSHIRE ASSOCIATION OF ACUTE TRUSTS (WYAAT) Leeds Teaching Hospitals NHS Trust is part of the West Yorkshire Association of Acute Trusts (WYAAT), a collaborative of the NHS hospital trusts from across West Yorkshire and Harrogate working together to provide the best possible care for our patients. By bringing together the wide range of skills and expertise across West Yorkshire and Harrogate we are working differently, innovating and driving forward change to deliver the highest quality care. By working for Leeds Teaching Hospitals NHS Trust this is your opportunity to be a part of that change.
WYAAT is the acute sector arm of the West Yorkshire and Harrogate Health and Care Partnership, one of the largest integrated care systems in the country. The Partnerships ambition is for everyone to have the best possible health and wellbeing, and the work of WYAAT, and each individual trust, supports that ambition. EQUALITY AND DIVERSITY The jobholder must comply with all policies and procedures designed to ensure equality of employment and that services are delivered in ways that meet the individual needs of patients and their families. No person whether they are staff, patient or visitor should receive less favourable treatment because of their gender, ethnic origin, age, disability, sexual orientation, religion etc.
TRAINING AND PERSONAL DEVELOPMENT CONTINUOUS PROFESSIONAL DEVELOPMENT The jobholder must take responsibility in agreement with his/her line manager for his/her own personal development by ensuring that Continuous Professional Development remains a priority. The jobholder will undertake all mandatory training required for the role. COMMUNICATION & WORKING RELATIONSHIPS The post holder will work closely with other HR practitioners and a range of managers within the organisation. Principal working relationships will be with CSU Management teams and with colleagues in the HR team.
Regular liaison will also be required with Clinical Directors, General Managers, Matrons and other colleagues in the medical and nursing directorates, payroll, finance, planning and information. The post holder will encounter a wide range of staff in the course of their duties and of particular significance will be the need to develop and maintain effective working relationships with the representatives of staff side organisations. The post holder provides complex and often sensitive information in a variety of circumstances both individually and collectively, for example; redundancy, Transfer of Undertakings (TUPE), centralisation of services, termination of employment and other employee relations issues. Will also be required to prepare cases and give evidence for disciplinary cases, and Trust Board Appeals.
Regularly providing highly specialist advice on contentious subjects where there is significant resistance to change. The HR Manager is required to facilitate meetings, provide mediation to individuals and groups and deliver presentations to audiences of varied professional groups and size. SPECIAL WORKING CONDITIONS Physical effort: Use of computer requires sound keyboard skills, speed, accuracy and dexterity. Combination of sitting, standing and walking.
Mental effort: The HR function is a busy and demanding environment with a range of challenges. The nature of the workload is unpredictable. There is a regular requirement for sustained concentration during lengthy hearings, meetings and Trust Board Appeals. Required to read and absorb complex and legal documentation and to write papers, reports, analyse variety of complex information/data and write workshops and presentations.
The post holder will be required to regularly change task to deal with frequent interruptions with a large proportion of these requiring a response to an urgent situation. Emotional effort: Direct exposure to difficult and challenging employee issues. Regular (minimum of 3 times per week) involvement of handling conflict situations, involving uncooperative and resistant members of staff. May be required to undertake difficult home/hospital visits with staff in long term sickness cases and/or terminal illness situations.
Working conditions: The post holder regularly (average 3 times per week) encounters challenging behaviours in the course of their work. Travel between sites is required.